Outback Steakhouse: Company Profile & Background Check FAQs

Outback Steakhouse was founded in 1988 in Tampa, Florida, by Chris Sullivan, Bob Basham, Tim Gannon, and Trudy Cooper. The founders built the concept around hearty portions, a casual Australian-inspired atmosphere, and a dinner-focused service model, and the brand grew rapidly through the 1990s into one of the best-known casual dining chains in the country. The company remains headquartered in Tampa today.

Outback Steakhouse is the flagship brand of Bloomin' Brands, Inc., a publicly traded restaurant holding company that also owns Carrabba's Italian Grill, Bonefish Grill, and Fleming's Prime Steakhouse & Wine Bar. According to company and public sources, Outback operates more than 1,000 locations worldwide, including approximately 670 restaurants in the United States, along with international locations in markets such as Brazil and Asia.

As a full-service restaurant operator, Outback employs a broad range of hourly and salaried workers. Typical roles include servers, hosts, bartenders, line and prep cooks, dishwashers, takeaway and curbside specialists, and restaurant managers. Positions above the restaurant level include field leadership, supply chain, marketing, and corporate support roles at the Tampa headquarters.

Company culture and employee programs: Outback restaurants operate in fast-paced, team-oriented environments where hospitality and food safety standards shape day-to-day work. The company provides on-the-job training for hourly roles and management development paths for employees who want to move into leadership. Benefits and perks vary by position, hours worked, and location, so candidates should confirm specifics such as meal discounts, scheduling flexibility, and health coverage eligibility during the interview process.

Yes. Employers in the restaurant and hospitality industry, including Outback Steakhouse, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow specific procedures before taking adverse action based on a report.

Outback Steakhouse is generally reported to conduct background checks for at least some positions, which is consistent with common practice among large restaurant chains. Screening is often more likely for management roles, positions that handle cash and financial reporting, and corporate jobs. The scope of any Outback background check may vary by role, restaurant location, and local law, so candidates should review the disclosure forms they receive during hiring for specifics.

While steps can differ by location and role, the Outback hiring process typically starts with an online application through the company's careers site or a job board. Promising candidates are usually contacted for an in-person or virtual interview with a manager, and some locations conduct a second interview for supervisory positions. Candidates who receive a conditional offer may be asked to consent to a background check and complete onboarding paperwork before their first scheduled shift. Hourly restaurant roles often move quickly, sometimes within a week or two.

Turnaround time depends on the searches ordered, the jurisdictions involved, and how quickly courts and past employers respond. Many reports are completed within a few business days, while checks that involve multiple counties or manual court retrieval can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

The employer decides which searches to include, and requirements often differ between hourly and management roles. For a restaurant employer like Outback Steakhouse, a background check may include some or all of the following:

Lookback periods depend on the type of search and the laws where the candidate lives and works. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, though convictions can often be reported further back and exceptions exist for certain higher-paying roles. Several states impose stricter limits, so two candidates in different states may see different lookback windows on similar reports.

Outback's internal policy on candidates with felony convictions is not published in detail, and decisions are typically made case by case. Employers commonly weigh the nature of the offense, how long ago it occurred, and its relevance to the role. Many states and cities have adopted "ban-the-box" laws that restrict when employers can ask about criminal history, and EEOC guidance encourages individualized assessments. Candidates with records are generally advised to answer application questions honestly and be prepared to provide context.

Before a background check is run, candidates will typically be asked to sign a standalone disclosure and authorization form. Applicants should be ready to provide their full legal name, date of birth, Social Security number, address history, and, for some roles, education and employment details. Accurate information helps searches run in the correct jurisdictions and reduces delays or mismatched records.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies compile and share background check information and how employers may use it. It requires written consent before a check is run, and it obligates employers to provide a copy of the report and a summary of rights before taking adverse action, giving candidates a chance to dispute errors. For a plain-language overview, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Outback Steakhouse may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.